My oldest daughter recently finished her first semester in college as an engineering major. She loved her classes and can’t wait to continue her education and eventually become a structural engineer.
Another of my daughters has an aptitude for math and an interest in computer coding and web design. As a high school sophomore, she has had the opportunity to take several classes that allow her to explore all of these areas of study.
I’m glad these two young women have no fear of STEM (science, technology, engineering, and math) classes, and that they are considering careers in those STEM fields.
I wonder, though, what kind of future they will have in tech or engineering companies.
Will they be hired into an industry that is still predominantly male? If so, will they fit into the culture? And will their companies allow them flexibility to build the work-life balance they’re sure to crave?
These are legitimate questions, and more businesses are seeking answers as they try to hire the best possible people and overcome a shortage of tech employees by recruiting and retaining women.
The current dominance of men in STEM fields is confirmed by a few statistics in a recent Entrepreneur article.
It points out that more than half of the U.S. population aged 15-64 is female, but only 14 percent of computer science majors are women. And women are only 26 percent of computer scientists and 12 percent of engineers—numbers that have worsened during the past 30 years. This, despite studies indicating that “having a woman on a team raises the team’s performance and collective intelligence,” the article says.
While the continued existence of this disparity may have several causes, a SIGNAL Media article cites 2014 American Psychological Association research that shows that nearly 40 percent of women who earn engineering degrees quit or never enter the field. “For those who leave, poor workplace climates and mistreatment by managers and coworkers are common reasons.”
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So how can companies help develop women’s interest in STEM fields, recruit them, and keep them on the payroll? Here are a few suggestions:
1. Encourage girls to “opt in” early.
The Entrepreneur article says many girls stop pursuing STEM in middle school, often due to a lack of confidence in using technology. To keep girls engaged, it suggests, help them see how they can use tech to solve problems and make a difference in society.
2. Cut back the unconscious bias.
Stereotypes of what it means to be a leader or to succeed in a STEM field tend to put women at a disadvantage. “Women leaders have to weather more criticism and prove themselves more extensively because they are typically evaluated more harshly, especially in industries that are dominated by men,” the Entrepreneur article says.
To avoid this problem, companies should implement objective measures of performance that are used for both men and women.
3. Offer paid parental leave.
A CIO article notes that family-friendly benefits and leave policies are critical to attracting and keeping employees, especially women. “Organizations that ensure parents of both genders can take equal leave can … not only increase the number of women recruited and hired, but increase the number of women who are retained, according to Change.org data.”
4. Show off your organization’s flexibility.
The CIO article points out that offering flexible work options can help with recruiting and retaining workers while simultaneously improving their lives and saving a company money. The IT industry tends to be more forward-thinking regarding remote work, virtual environments, flexible schedules, and job-sharing, the article says, so this should be a no-brainer.
5. Offer equal pay for equal work.
Women in the United States still make only 66 percent of what men are paid for similar work, the CIO article says. If companies are serious about hiring and keeping female tech talent, they need to address that disparity.
6. Provide mentors and role models.
That means a company needs visible, accessible female leaders, the CIO article says. Women will think twice about applying to work at a company if the executive leadership team shown on its website is made up of men only.
7. Support career development and advancement.
One way to create role models is to offer plentiful opportunities for women to grow in their careers and earn promotions. A Kelly Outsourcing & Consulting Group article says that’s the second-most important attraction factor in a job for women, after a competitive salary.
To make this work, companies cannot penalize women for seeking balanced lives as they progress in their careers—but then, they shouldn’t be penalizing anyone for wanting work-life balance.
Perhaps following these seven suggestions won’t guarantee that your company will be able to keep more working mothers—or women in general—on the payroll. But it would be a good start.
Hopefully, more organizations will embrace that message in the years to come, so my daughters will have every option to learn, grow, and prosper in STEM careers as they solve problems and change the world. I know they have the capability. They just need the chance.
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Why do you think women are still underrepresented in STEM careers? Do you think the situation is improving or getting worse? What other suggestions would you offer to help recruit and retain working mothers, or women in general? Please share your ideas in the comments section.
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